No Job Is Worth This
The folks behind the website nojobisworththis.comhave been busy producing several videos in the fight against workplace harassment and bullying. I encourage our readers to visit their site to view all of their videos and get involved in their fight to put an end to workplace harassment. They have an active campaign to encourage Congress to sign new laws into effect to support employees and fight abuse in the workplace.
Visit their website and take a few moments to view their videos and get involved. You can also find Beverly Peterson’s videos (she produced the documentaries) on Youtube. I ran one of her videos for a few weeks and will be running another beginning tomorrow. nojobisworththis is a thoughtful organization with a meaningful purpose and a strong commitment to making a powerful difference on the fight against abuse.
A Reader’s Questions Regarding Sexual Harassment Training
A reader had a question regarding Sexual Harassment Training for managers and supervisors. In California, and for companies based outside of California with operations in California, AB 1825 was signed into law on September 30, 2004 by California Governor Arnold Schwarzenegger. This new law requires all companies which employ more than 50 employees to provide supervisors with 2 hours of sexual harassment training every two years. The first round of training had to be completed by January 1, 2006.
The 50 or more employees includes contractors and temporary employees. It’s worth mentioning again, that if a company is headquartered in another state but has employees operating in California, no matter how few, it is required to offer the training. There were some challenges to the bill by out-of-state employers who have less than 50 employees actually based in California, but the California Housing Commission ruled that the total number of employees working for the company determined whether or not AB 1825 was required, not the number physically located in the state of California. In addition, they ruled it is better to be safe than sorry, so it’s a wise business decision to train every supervisor rather than face the prospects of being out of compliance.
This law has also been adopted in other states, and has generated hundreds of hours of training programs. New hires must be trained within six months of hire, and government compliance must be strictly adhered to. Companies who fail to meet this legally required training could face critical penalties in the event of a sexual harassment complaint.
Regardless of which state you are from, does your company offer sexual harassment training to your managers and supervisors? Does it offer training to all employees? If you want to find out about sexual harassment training, the first step is to contact your Human Resources or Personnel Department, and your department Supervisor to learn more about company programs. If your company does not offer training, contact us for more resources on how to initiate sexual harassment awareness, education and training.
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Egypt Declares Anti-Harassment Day – Sexual Harassment is Worldwide Issue
Global Voices Online » Egypt Declared Anti-Harassment Day
By Marwa Rakha
Asser says: “After the acquittal of my harasser I realized that the law is full of loopholes and our only hope is to call for an anti-harassment law and that the members of the Egyptian Parliament realize that this is a unanimous call from all Egyptian women and … Having said that, and in light of the growing rates of sexual harassment in Egyptian society, one can devise a remedy that takes advantage of that preoccupation with one’s image in the eyes of the community. …
Global Voices Online – http://globalvoicesonline.org/
This article was referenced from an article written by Marwa Rakha, and is included on this webpage in respect to the victims of harassment in Egypt and in other countries around the world.
Editor’s Note: the day was acknowledged on April 18, 2009
New Articles on eHow for Sexual Harassment Training, Development and Assertive Communication
I wrote some articles on ehow regarding new approaches to sexual harassment training, and sexual harassment policy development. I plan to write additional articles in the future. If there’s a topic you’d like to see covered, please write to me. You can find my articles on my site or on ehow under their Business section. Thanks
Hispanic Workers Targeted for Workplace Abuse and Discrimination
A recent report released in April of 2009 by the Southern Poverty Law Center illustrates some troubling survey results featuring 500 low income Latinos – including legal residents, undocumented immigrants and U.S. citizens from five separate locations in the South. The locations were Nashville, Charlotte, New Orleans, rural southern Georgia, and cities in northern Alabama.
The survey shows that many of these employees were subject to discrimination and violations of civil rights and other workplace abuses. They also faced poor working conditions, were cheated out of wages, and denied basic safety and health protections.
The report clearly indicated that reform legislation is needed in order to protect these victims from labor and civil rights violations. Many of these victims, like most victims of workplace harassment, do not file complaints for fear of retribution, or termination of employment. For more information on this report, please go to www.splcenter.org, and review the full study titled “Under Fire: Life for Low-Income Latinos In The South.”
New Articles on eHow for Sexual Harassment Training and Assertive Communications
I wrote some articles on ehow regarding new approaches to sexual harassment training, and sexual harassment policy development. I plan to write additional articles in the future. If there’s a topic you’d like to see covered, please write to me. You can find my articles on my site or on ehow under their Business section. Thanks.
Sexual Harassment…Bullying…Verbal and Emotional Abuse…I’m conducting a national survey. If you’re from New York, Los Angeles, Witchita, or other beautiful parts of the country, take a minute and think about someone you know who was harassed at work. Maybe it was you. It could be from a current or former work experience. Why do you think the company didn’t respond? Is it bad management? Poor company policies? Weak corporate values? Or was the harasser innocent? We’re trying to find out.
I’ve received e-mails from several women and there are many reasons out there. I’ve worked in business for 28 years and I’ve heard lots of excuses, and justifications for alleged misconduct. Some companies have poor policies, others don’t take harassment very seriously. In some cases the alleged harasser was innocent. In other cases, the victim didn’t want to lose her job so she didn’t press charges. There are lots of reasons, so we’re trying to build a spread sheet containing as much data as we can collect from our readers. If you saw something, know something, or have some information related to harassment and can help us fill in the blanks, please send us your comments.
Please take a few minutes to think up a few of the primary reasons why nothing (or something) is done to stop such misconduct and simply log your thoughts in the comments section. I’ll provide a report as soon as we get some feedback. We’ll be promoting this survey on Twitter, ehow, and on this site. If we get enough input, we’d like to forward the results to our legislators and use this data to help evaluate how effective our current laws are in enforcing anti-harassment policies at work.
Your comments may focus on sexual harassment, bullying, or any other forms of workplace injustice. Thanks for your input.
